chapter 6: motivation in practice

Question 1

how can money be a motivator?

Answer 1

it satisfy a bunch of needs

it is clearly tied with motivation

you can buy the stuff you want

Question 2

what type of motivator is money? (the type)

Answer 2

it is extrinsic motivation

it is controlled

Question 3

how can job design be a motivator?

what does it represent?

Answer 3

job design as a motivator represents an attempt to capitalize on intrinsic motivation

includes job scope

Question 4

what is the goal of job design so that it would be an intrinsic motivator?

Answer 4

to identify the characteristics that make some tasks more motivating than others

to capture these characteristics in the design of jobs

Question 5

what is job scope?

Answer 5

the breadth and d epth of a job

Question 6

breadth of a job

Answer 6

the number of different activities performed on a job

Question 7

Depth of a job

Answer 7

the degree of control a worker has over how work tasks are

performed

Question 8

what is the Job Characteristics Model

Answer 8

model conducting job enrichment to analyze what needs to be improved

STTAF

VISAF

Question 9

what are the characteristics of the Job Characteristics Model

Answer 9

Skill Variety

Task Identity

task significance

autonomy

feedback

Question 10

Skill Variety

Answer 10

degree of opportunity to do a variety of different activities using various skills and talents

Question 11

task identity

Answer 11

job involves doing a complete piece of work

Beginning → End

Question 12

task significance

Answer 12

job has a substantial impact on other people

Question 13

autonomy in the job

Answer 13

degree of freedom to schedule one’s own work activities and decide work procedures.

Question 14

feedback

Answer 14

information about the effectiveness o f one’s work performance

Question 15

core job characteristics lead to what? (1)

Answer 15

psychological states (2)

Question 16

psychological states lead to what? (2)

Answer 16

outcomes (3)

Question 17

what is job enrichment?

Answer 17

design of jobs to enhance intrinsic motivation

enhance the quality of working life

enhance job involvement

manipulating one or more of the five job characteristics model to make the job more interesting to the employee

Question 18

how can you enrich your job?

Answer 18

Combining tasks

Establishing external client relationships and internal client relationships

Reducing supervision or reliance on others

Forming working teams

Making feedback more direct

Question 19

what are the negative effects of job enrichment?

Answer 19

Demand for rewards

Union resistance

supervisory resistance

Lack of desire or skill

Question 20

management by objectives (MBO) (goal setting theory)

whats the use

Answer 20

to faciliate :

1. Goal establishment and Goal accomplishment
2. Employee development

Question 21

how does well designed MBO program function?

Answer 21

objectives for the organization as a whole are developed by top management

these are diffused down through the organization with the MBO process

Question 22

what are the steps of the process of MBO?

Answer 22

1. Objectives for the organization as a whole are developed by top management and diffused down through the organization.
2. Organizational objectives are translated into specific behavioural objectives for individual members.
3. The nature of the interaction between managers and individual workers in an MBO program is important
4. after the interactions finish, the cycle is repeated

Question 23

what are the steps to the MBO manger-employye interactions?

Answer 23

1. The manager meets with individual workers to develop and agree on employee objectivescan include job performance and personal development objectives.
2. There are periodic meetings to monitor employee progress in achieving objectives.
3. An appraisal meeting is held to evaluate the extent to which the agreed upon objectives
   have been achieved
4. The MBO cycle is repeated

Question 24

what does research show about MBO programs?

Answer 24

result in productivity gains

Question 25

what are the factors associated with the failure of MBO programs?

Answer 25

Lack of commitment from top management Overemphasis on measurable objectives at the expense of more qualitative objectives Excessive short-term orientation Performance review becomes focuses more on punishing employees who messed up

Question 26

Alternative working schedules (AWS) as motivators for a diverse workforce what is this?

Answer 26

purpose is to meet diverse workforce needs and promote job satisfaction can also facilitate recruitment and reduce absenteeism and turnover

Question 27

what are the most common alternative working schedules?

Answer 27

flex time compressed workweek job and work sharing telecommuting

Question 28

what is flex time?

Answer 28

arrival and quitting times are flexible Intended to meet the needs of a diverse work-force

Question 29

when is flex time mostly implemented?

Answer 29

in the gym after chest day nah but fr most frequently implemented in office environments

Question 30

what does the research show about flex time

Answer 30

Employees prefer it compared to fixed hours Work attitudes are more positive A positive effect on productivity, job satisfaction, and satisfaction with work schedule lower employee absenteeism

Question 31

what is compressed workweek

Answer 31

employees work fewer than the normal five days a week still put in a normal number of hours per week

Question 32

what are negative consequences of compressed workweek?

Answer 32

reduce customer service negative effects of fatigue

Question 33

what does the research show about compressed workweek?

Answer 33

People who have experienced it tend to like it + effect on job satisfaction & satisfaction with work schedule no effect on absenteeism or productivity

Question 34

what is job and work sharing?

Answer 34

two part-time employees divide the work of a full-time job involves reducing the number of hours employees work avoid layoffs/dismissal when there is a reduction in normal business activity

Question 35

what is the goal of job and work sharing?

Answer 35

avoid layoffs/dismissal when there is a reduction in normal business activity

Question 36

what does research show about job and work sharing?

Answer 36

cuts costs, saves jobs, avoids layoffs & allows organizations to retain skilled workers

Question 37

how can job sharing result in coordination problems?

Answer 37

if communication is not adequate

Question 38

what is telecommuting

Answer 38

employees are able to work at home/remotely but stay in touch with their offices through the use of communications technology

Question 39

what are the effects of telecommuting

Answer 39

small but positive effect on perceived autonomy and lower work-family conflict The more frequency of telecommuting exits the less work-family conflict positive effect on job satisfaction and job performance results in lower stress and turnover intentions

Question 40

can telecommuting affect in negative way work relationships or even careers?

Answer 40

nah boy it does not have detrimental effects on the quality of workplace relationships or one’s career prospects

Question 41

what are the potential problems of telecommuting?

Answer 41

Negative consequences can result due to a lack of informal communication. Distractions in the home environment Feelings of isolation and overwork Concerns about trust and control

Question 42

what must exist before implementing telecommuting

Answer 42

strong perception of trust between employees and management

Question 43

what must precede a telecommuting program?

Answer 43

careful planning clear guidelines